- Technology: This in my view is relatively the easiest component to set up. While it is the easiest, care must be taken to ensure that the technology solution chosen is easy to use and flexible enough to change with the times. It also helps if there is one common platform across the different departments of the organization.
- Framework: By this I mean a process framework that makes it easier to share and learn. These could include defined project wash-up meetings, periodic forums that invite people to share what’s happening in their area of work, or defined networking groups that allow exchange of ideas.
- Culture: The most critical element of a learning organization and perhaps the hardest to build. The culture of sharing is where people share without fear, where the greatest reward for sharing is more sharing by others.
The other day we were discussing how can we build an environment where everyone in the organization will continuously learn from each other.
I feel there are three key elements to build a learning organization.
I am promising to myself to read more and blog more in 2012. Here are some of the questions I want to explore in 2012.
- What’s changed in the learning and development industry? I will be completing 20 years in the industry and yet I feel the more things change, the more they remain the same.
- How are the CxOs and Business Heads really viewing talent development? While most CxOs say that talent development is a key driver to the growth of their organizations, what are they really doing about it?
- What’s keeping the training managers awake? What are the training managers’ performance drivers, their goals and the challenges they are facing.
- What are the expectations from Social Learning? While social learning is being talked about in the learning blogger circles, are the on-ground managers in synch with it? What is their understanding and expectations from it?
- What are the learner’s expectations from talent development interventions? While the focus is on seeking the managers’ views, what about the people who are actual recipients of the talent development interventions? What do they look for?
- What’s the new ROI/ROE mantra? With tightening budgets, everyone wants to know the “ROI” of their training spend. ROI has been the holy grail of training, everyone is seeking it, but there are no clear cut answers to this.
Would love to hear from you on these and other things on your mind. Looking forward to your comments and conversations here.
Wishing you and your loved ones a Very Happy New Year.